Great Lakes Wire

Natural disasters are increasingly disrupting businesses and affecting employees. Employers are urged to establish a Natural Disaster Leave Policy to manage employee leave, ensure legal compliance, and support their workforce during such events.

The policy should include emergency leave provisions. Employees may be entitled to Paid Time Off (PTO), Family and Medical Leave Act (FMLA), or Uniformed Services Employment and Reemployment Rights Act (USERRA) leave. PTO helps employees address personal needs without financial strain, while FMLA offers job-protected unpaid leave for health conditions or caregiving. USERRA protects military personnel from job loss during service in disasters.

Flexible work arrangements can help maintain productivity when employees are affected but able to work remotely or adjust hours. Safety protocols must comply with Occupational Safety and Health Administration (OSHA) standards, ensuring clear guidelines for office closures and evacuations.

Effective communication is vital during disasters. Employers should have protocols for informing employees about emergency contacts, office closures, operational updates, and check-in procedures.

Pay and benefits continuation policies should clarify how they will be managed if the business closes temporarily or remote employees lose power or internet access. The Fair Labor Standards Act (FLSA) ensures exempt employees receive full pay unless closure exceeds a week; non-exempt employee payment is based on hours worked.

Job protection guarantees reassure employees that they won't lose their jobs if they need time off due to disaster-related emergencies. Employers should also provide information on resources like Employee Assistance Programs (EAPs) offering counseling and support.

Linda Olejniczak of ASE emphasizes the importance of a comprehensive Natural Disaster Leave Policy for business continuity and employee well-being in crises.

For inquiries, contact lolejniczak@aseonline.org.